Recruitment: Scope and Importance02/06/2020
Scope of Recruitment
The scope of Recruitment is very wide and it consists of a variety of operations. Resources are considered as most important asset to any organization. Hence, hiring right resources is the most important aspect of Recruitment. Every company has its own pattern of recruitment as per their recruitment policies and procedures.
The scope of Recruitment and Selection includes the following operations:
- Dealing with the excess or shortage of resources
- Preparing the Recruitment policy for different categories of employees
- Analyzing the recruitment policies, processes, and procedures of the organization
- Identifying the areas, where there could be a scope of improvement
- Streamlining the hiring process with suitable recommendations
- Choosing the best suitable process of recruitment for effective hiring of resources
Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is a very important task for any organization.
Importance of Recruitment
Recruiters play an important role in the success of an organization. They essentially act as a filter that when used properly only selects the best candidates. In a constantly changing business world, companies need to hire people who are adaptable, loyal, knowledgeable, dependable and confident, thereby creating a foundation for success.
Cost is a major reason why effective recruitment and selection is important. There are many ways in which poor recruitment practices can result in financial losses. For example, if a candidate’s competency is not accurately assessed, he may make mistakes that can hinder productivity. If he needs to be retrained or replaced, this takes up more company time that could otherwise be invested toward remaining competitive.
Improper recruitment and selection practices can often result in high turnover or involuntary separations. If a recruiter is not careful when analyzing resumes and conducting interviews, she may hire an employee with a weak work ethic or a tendency to move quickly from one job to the next “job hopping.” Recruiters should pay close attention to the lengths of time at each previous job and carefully check references. Another so-called “red flag” is a gradual decrease in responsibility. For example, if the candidate starts out working as a senior manager and slowly shows progression to a less complex role, this could indicate that he is not as competent as he claims.
(iii) Loyalty and Productivity
Loyalty and productivity are linked. Employees who feel dedicated to the organization will work hard to help it succeed. With this in mind, recruiters must ask questions that provide information about a candidate’s strengths and weaknesses. Additionally, interviewers should inquire about a candidate’s greatest achievements throughout her career. Generally, loyal employees will have a track record of striving for excellence, resulting in a more competitive, innovative and profitable business.
(iv) Legal Issues
Discrimination is a serious concern among recruiters. If discriminatory hiring practices can be proven, this could result in serious harm, both financially and in terms of reputation. The United States Department of Labor forbids discrimination based on race, color, national origin, sex, disability, religion, political affiliation, religion or age. Steps can be taken to avoid such complications. First, advertise only the essential requirements for the position. Provide an accurate job description, listing only the position name and the specific duties involved. Things such as language proficiency or physical capabilities should not be listed unless they are absolutely essential for the role. When conducting interviews, ensure that the location is accessible by people with disabilities and refrain from holding interviews on religious or cultural holidays. Use the same questions for every candidate and try to have more than one recruiter present during the interview. Careful notes must be taken so that recruiters can justify hiring or not hiring the particular candidate.